In today's competitive talent market, attracting and retaining top performers requires a strategic approach to recruitment. Companies are increasingly moving beyond a narrow focus on technical skills alone, recognising the crucial role hiring for cultural fit plays in building successful teams.
When it comes to whether business leaders and hiring managers in New Zealand should be hiring for cultural fit vs hiring for skills, the answer is both. The challenge, however, lies in striking the right balance to achieve both without needing to compromise.
Ronil Singh, director at Robert Half and workplace expert says “Today’s employees are operating in an incredibly fast paced environment which can see technical skills outdated within a matter of years, which has seen many businesses hiring for cultural fit as well. This is because cultural fit can act as a marker of a candidates long-term potential within a role than the existing skills they already have, not least because cultural fit is innate whereas technical skills can be trained.
Hiring for cultural fit requires a different approach versus hiring for skills, as without a proper hiring strategy, they are harder to quantify and compare. My top tips are to utilise behavioural interviewing to objectively assess cultural fit by focusing on past actions, while also assessing transferable skills and a willingness to learn in order to understand how the candidate can expand and complement the existing talent pool. It is also important to equip your hiring team with unconscious bias training to ensure a fair evaluation of both cultural fit and the skills needed to thrive within your organisation.”
Focus on hiring for skills that can be finessed and the right cultural mindset to seamlessly integrate into your team dynamic. Someone with a strong work ethic, a passion for learning, and a demonstrated ability to quickly grasp new concepts will be a better long-term fit than someone with a perfect resume but a rigid skill set and a resistant-to-change attitude.
While specific skills are important, they should not be treated as the sole indicator of employee-employer fit. Instead, consider the transferability of skills and the candidate's willingness and ability to learn and innovate. This opens doors to diverse talent pools not predicated on a preconceived checklist of traits or skills and allows you to identify, even if their prior experience isn't an exact match.
The biggest difference when hiring for skills vs. hiring for cultural fit is how to measure, evaluate and compare candidates. While technical skills can be quantified and evaluated in a relatively linear fashion, hiring for cultural fit interviews require a more objective approach which embraces behavioural interviewing techniques.
Ask candidates to describe past experiences where they demonstrated behaviours that align with your desired cultural values. By focusing on past actions and decision-making, you gain a much clearer picture of their potential fit, while still assessing their hiring for skills needs based on the specific role requirements in a concrete and objective manner.
For example, did they showcase initiative and problem-solving skills that resonate with your company's culture of innovation? How did they handle a challenging situation in a way that reflects your commitment to collaboration and open communication? How have they turned uncertainty into opportunity?
Related: Discover more employer interview tips here
Unfortunately, we all have unconscious biases. To ensure a fair and equitable evaluation of both skills and hiring for cultural fit throughout the hiring process, invest in unconscious bias training for your hiring team.
This training equips them with the knowledge and tools to identify and mitigate their own biases, leading to more inclusive and effective hiring decisions that consider both a candidate's cultural fit and their ability to bring the necessary hiring for skills to the table.
The quest for cultural fit shouldn't translate to seeking cultural homogeneity. Instead, prioritise identifying your company's core values – the fundamental principles that guide your work environment and employee interactions. Core values capture the shared attributes that attractive candidates bring to the table without dictating how they should be expressed, which allows for a broader evaluation of experience and attitude.
When recruiting, look for individuals who resonate with these values, regardless of their background or personality. This holistic approach allows you to balance hiring for cultural fit and hiring for skills. Long term, this fosters a diverse and inclusive environment where everyone feels valued, respected, and empowered to contribute their unique perspectives.
Related: Interested in the role of corporate culture and values to successful recruitment? Read more here
When trying to balance cultural fit vs. skills when hiring, don't underestimate the value of a diverse interview panel. While technical skills are often clearer to identify and quantify, behavioural and cultural skills can fall victim to being judged subjectively. Involving team members from a variety of backgrounds allows for a multifaceted evaluation of hiring which minimises the risk of individual biases influencing the selection process.
Ronil says “When team members with different experiences and perspectives assess a candidate, you gain a more well-rounded understanding of whether they'll truly thrive within your company culture, while also offering insights into whether their cultural and technical profile can meet the demands of the position.”
By prioritising shared values, utilising behavioural interviewing techniques, building diverse interview panels, focusing on transferable skills, and mitigating unconscious bias, you can move beyond the hiring for skills vs. hiring for cultural fit debate and build high-performing teams that are not only skilled but also truly aligned with your company culture.
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What is the difference between hiring for cultural fit and hiring for skills?
Hiring for cultural fit refers to how well a candidate aligns with a company's values, beliefs, and work style. Hiring for skills refers to a candidate's technical abilities and qualifications.
Which is more important, cultural fit or skills?
While both are important, skills are often considered more essential for job performance while cultural fit is considered more important for team building and long term retention.
What are the benefits of hiring for cultural fit?
Hiring for cultural fit can lead to higher employee satisfaction, lower turnover, and a stronger company culture.
How can you assess cultural fit during the hiring process?
Assessing cultural fit requires a more qualitative approach. Try using behavioural interview questions, employ reference checks, and consider cultural assessments based on company values.
